Which basically means that the “typical” (who actually probably only make up 10 to 15% of their population) is unfit for your employment. Which means you need to be on the lookout for them because hiring one is a waste of your company’s resources. More so as they get older and become a higher percentage of the workforce you’re drawing.
I wouldn’t say to make decisions based on demographics. I’d say be alert to potential problems. If you’re interviewing a woman in her early 20s and she keeps fiddling with a ring on her right hand that has a diamond she probably recently got engaged. Which means she’s going to get married soon. And probably pregnant. Which means she’ll be taking time off work soon, and she’ll be distracted. Probably. Unless it’s just a ring. Or she’s low maintenance and the wedding will be quick and she doesn’t want to have kids yet. You don’t want to not hire her because of that ring, but you need to be aware that she has probably just entered a certain demographic and structure your interview questions and expectations if you hire her accordingly.
Dealing with people is all about playing the odds. Demographic trends are nothing more than background data to help you place the right bet. But as with all things mileage varies.
From this, I surmise we agree for the most part. You have to understand the influences that drive behaviors, but judge based on the individual's behaviors (including reactions to those behaviors).
Thank you for engaging in an honest debate - where we present our opinions with reasoning to justify them. (I'm going to be noting when people debate the subject versus when they attack the person as a preemptive strike against election 2016 on FR. You have done very well, FRiend, and I hope I have done the same!)
left hand, not right—